Scribd
Upload
45 views3 pages

Chapter-9-Training-and-Development

The document outlines the importance of evaluating training programs, highlighting the rationale for such evaluations, including justifying expenditures and measuring effectiveness. It discusses resistance to training evaluation and suggests strong internal communication as a solution. Additionally, it describes four types of training evaluation and criteria for measuring training results, along with data collection methods and an activity for developing a training program for supervisors.

Uploaded by

krysteltorres0122
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
45 views3 pages

Chapter-9-Training-and-Development

The document outlines the importance of evaluating training programs, highlighting the rationale for such evaluations, including justifying expenditures and measuring effectiveness. It discusses resistance to training evaluation and suggests strong internal communication as a solution. Additionally, it describes four types of training evaluation and criteria for measuring training results, along with data collection methods and an activity for developing a training program for supervisors.

Uploaded by

krysteltorres0122
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 3

Republic of the Philippines

Catanduanes State University


COLLEGE OF BUSINESS AND ACCOUNTANCY
Virac, Catanduanes

Module on Training
and Development

VANESSA M. DELA CRUZ, LPT, CHRA


Instructor I
Evaluation of Training

OBJECTIVE:
• Analyze important criteria in evaluating training programs

RATIONALE FOR TRAINING EVALUATION


1. Evaluation is important when the organization is not aware of the possible training
outcomes.
2. To justify the expenditure on future training programs.
3. To measure effectiveness of approaches and techniques.
4. Evaluation provides feedback to the performance and methods used by the trainers.
5. Motivational for learners as they know that they can give their opinions. The data can
also be used for performance evaluation and decisions regarding compensation and
promotion.
6. It measures the degree of objectives achieved and whether further training is needed.

RESISTANCE TO TRAINING EVALUATION


Reasons for resistance to training evaluation:
• Waste of time since the program is moving along just fine
• Findings might result in a discontinued program, lost jobs or an increased workload
• May also relate to insecurities or lack of experience in evaluation

Strong internal communication is a key to solve employees’ resistance to training evaluation.


Hard questions shall be answered and the evaluation’s role in advancing the mission and
program objectives shall be emphasized.

FOUR KINDS OF STANDARD TRAINING EVALUATION


1. Formative evaluation – is any combination of measurements obtained and judgements
made before or during the implementation of materials, methods or programs to control,
assure or improve the quality of program performance or delivery.
It answers the questions:
a. Are the goals and objectives suitable for the intended audience?
b. Are the methods and materials appropriate to the event? Can the events be easily
replicated?

2. Process evaluation – information about what occurs during training.


It answers the question: “What did you do?”

3. Outcome evaluation – determines whether or not the desire results of applying new skills
were achieved in the short-term.
It answers the question: “What are the participants doing?”
4. Impact evaluation – determines how the results of the training affects the strategic goal.
CRITERIA FOR EVALUATION OF TRAINING
1. Determine what to measure – decide before beginning the training on what is desired to
be changed
2. Establish a base line – know the level of performance before the training in order to make
a legitimate comparison to determine the training effect
3. Isolate variables
4. Measure attitudes – measure initial reaction
5. Measure performance – track performance over a long period of time

DATA COLLECTION METHODS TO EVALUATE TRAINING RESULTS


• Questionnaires
• Observation
• Knowledge Review

ACTIVITY
Evaluation of Training

NAME DATE

COURSE/YEAR/BLOCK SCORE

Direction: Due to the rapid growth of your technology company, the executive team has
asked Human Resources Department to develop an internal training program. The purpose
of the program is to help employees recently promoted to supervisory positions develop
leadership skill sets they need to be successful as supervisors. This will be the first formal
training program for your small company.

1. What content topics will you recommend to be included in the program to ensure the
development of successful leaders?
2. How will you undergo evaluation of this training for supervisors?
3. What most likely resistance to training evaluation you may encounter? How will you
handle them?

Note: Copy the template in a separate sheet and answer the activity. Your output will be
submitted in hard copy (either printed or hand written) on December 16, 2024 together with
all the other outputs in this course.

You might also like